Performance and Conduct Management. 1.2.1 Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause.
1.2.2 A formal performance management procedure will commence with the Employer advising the Employee in writing of:
a. the Employer’s concern(s) with the Employee’s performance;
b. the time, date and place of the first formal meeting to discuss the Employee’s performance;
c. the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance;
d. the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s).
1.2.3 Formal performance management meetings will
a. include discussion of the Employer’s concern(s) with the Employee’s performance;
b. give the Employee an opportunity to respond to the Employer’s concern(s);
c. include discussion of any counselling or assistance, where appropriate, available to the Employee;
d. include documentation, where appropriate;
e. set periods of review, as appropriate.
1.2.4 If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.
Performance and Conduct Management. 28.1 This clause will not apply within the minimum employment period or to a casual Employee.
Performance and Conduct Management. 31.1 Unsatisfactory performance
31.1.1 Where termination of employment may take place for reasons related to performance, the School will apply to undertake a process that includes the provisions outlined in 31.1.1 and 31.1.2.
Performance and Conduct Management. CCA’s goal is to maximise individual Employee performance to meet work standards and conduct. In instances where performance falls below required standards, or conduct is unsatisfactory, it is the Company’s objective to provide support and clear objectives to lift performance and/or conduct to required levels. If standards are not maintained for a sustained period, the Employee’s employment with CCA may be reviewed. The specific steps in the Company’s performance management system generally includes:
Step 1 After gathering relevant facts and, where required, the direct manager will inform the Employee of the performance and/or conduct related problem, counsel the Employee and detail in a clear and concise manner what is expected of the Employee.
Step 2 Should the Employee’s identified performance/conduct-related problem continue, the direct Manager will counsel the Employee and allow the Employee to account for his/her performance/conduct, and explain the consequences should the problems not be properly addressed.
Step 3 Should the identified problem continue after receiving a first written warning, the procedures of step two (2) will be repeated and a second and final written warning will be issued. A copy of this further documentation will also be placed on the Employee’s personnel file.
Step 4 If satisfactory progress is not made and the Employee has had adequate time to respond or improve and, the Manager of the direct Manager as well as a Human Resources representative has been briefed and are in agreement; the Employee’s employment may be terminated.
Performance and Conduct Management. CCA’s goal is to maximize individual Employee performance to meet work standards and conduct. In instances where performance falls below required standards, or conduct is unsatisfactory, it is our objective to endeavour to provide support and clear objectives to lift performance and/or conduct to required levels. If standards are not maintained for a sustained period, the Employee’s employment with CCA may be reviewed. The specific steps in our performance management system generally includes:
1. After gathering relevant facts and, where required, the Team Leader/Manager will inform the Employee of the performance and/or conduct related problem, counsel the Employee and detail in a clear and concise manner what is expected of the Employee. Where appropriate a formal action plan may be developed to assist the Employee in achieving the desired outcomes. Details of this process will be noted in the Team Leader’s/Manager’s diary and on the Employee’s personnel file.
2. Should the Employee’s identified performance/conduct related problem continue, then the Team Leader/Manager will counsel the Employeeand allow them to account for their performance/conduct, and explain the consequences should the problems not be properly addressed. The Team Leader/Manager will set out an agreed action plan including review dates and formally document the discussion. The Employee will be provided with a copy of the document and will be required to sign the written document. A copy of the documentation will be placed on the Employee’s personnel file and will constitute a first written warning.
3. Should the identified problem continue after receiving a first written warning, then the procedures of (2) will be repeated and a second and final written warning will be issued. A copy of this further documentation will also be placed on the Employee’s personnel file.
4. If satisfactory progress is not made and the Employee has had adequate time to respond or improve, and the Manager of the Team Leader Manager as well as the Employee Relations Manager has been briefed and are in agreement, then the Employee’s employment may be terminated. Subject to sub-clause 16.6 at times a performance/conduct counselling session may necessitate the issuing of a first or second written warning without progressing through the steps detailed above. The decision to take this action will be based on the severity and nature of the performance issue. The Employee may at all times have the right of appeal to ...
Performance and Conduct Management. The Company’s goal is to maximise individual Employee performance to meet work standards and conduct. Provisions will be as per the the Company’s Disciplinary Policy and Procedure, unless the Agreement provides for better-off conditions, the below will apply: In instances where performance falls below required standards, or conduct is unsatisfactory, it is the Company’s objective to provide support and clear objectives to lift performance and/or conduct to required levels. If standards are not maintained for a sustained period, the Employee’s employment with the Company’s may be reviewed. The specific steps in the Company’s performance management system generally includes:
Step 1 After gathering relevant facts and, where required, the direct manager will inform the Employee of the performance and/or conduct related problem, counsel the Employee and detail in a clear and concise manner what is expected of the Employee.
Step 2 Should the Employee’s identified performance/conduct-related problem continue, the direct Manager will counsel the Employee and allow the Employee to account for his/her performance/conduct and explain the consequences should the problems not be properly addressed.
Step 3 Should the identified problem continue after receiving a first written warning, the procedures of step two
Performance and Conduct Management
